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Salary History Ban – Must-Know Employment Law
Salary History Bans and pay transparency go hand in hand.
Salary history bans. I don't think a lot of people know what this is. This is an up-and-coming thing as well.
It definitely is and it's tied back to pay transparency as well.
Basically just says that you are not allowed to ask the candidate you are interviewing for a job what their pay history was.
And the theory here is that if I make 80 cents to the dollar that you make Mike.
Which is what statistics will say that I make 20 less than you if we have the same exact background and the same exact job.
That if I was making eighty thousand and you were making a hundred thousand. When you go to get the next job and I go to get the next job you'll get 120 and I'll get a hundred and I'll never catch up to you.
Listen, when this first came out, it came out first in New York and California. But it's now in 26 states.
My employers were calling me and going, "Mary, no way I can't in an interview. I can't ask what they are making.” And I said, “Honestly, why does it matter what they were making?”
Let's go back to pay transparency, where you should know what you would pay for this position with this experience that you're looking for and this background.
You should know what you're paying.
So, if they were underpaid in their prior job why does that matter? Are you really going to pay, if the job pays a hundred thousand but the person you're interviewing who is stellar and perfect for the job was only making 70 at their last job, are you really only going to give them 80?
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Host: Mike Vannoy, VP of Marketing at Asure
Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP
#SalaryHistoryBan
#Newhires
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